Approaches to Recruitment of Individuals with Disabilities
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How to fill out Approaches To Recruitment Of Individuals With Disabilities?
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FAQ
Interview questions You can only ask questions about how an applicant's disability might relate to doing the job. You can ask how the workplace could be changed to help the applicant do the job. You can ask about how work hours or rosters could be changed to help the applicant be more productive.
Assisting a New Employee by Adjusting Their Computer. Accommodating a New Hire by Selecting the Right Furniture. Make the Work Area Inclusive for All Workers.
Emphasize the individual not the disability. Rather than using terms such as disabled person, handicapped people, a crippled person, use terms such as people/persons with disabilities, a person with a disability, or a person with a visual impairment.
Strategic recruiting is an approach to winning the best talent based on three components: employer branding, recruitment-directed marketing, and skilled selling. Combined, these components create effective responses to dynamic market conditions in support of an organization's strategic objectives.
Treat candidates like customers. Use social media. Implement an employee referral program. Create compelling job descriptions. Make use of sponsored jobs to stand out. Check resumes posted online. Consider past candidates. Claim your Company Page.
A recruitment strategy is a clear plan that explains what roles you'll recruit for, when, why and how. It should be tied to your overall company objectives. Your strategy must be possible to implement and easy to communicate. While you can tweak your tactics, the strategy must always be clear.
LinkedIn, Facebook and Twitter are increasingly being used to find candidates, and if used with care can be effective. Offer support for example, in filling in application forms, and making it easy to ask for reasonable adjustments throughout the recruitment process without fear of discrimination.
Develop a Clear Employer Brand. Create Job Posts That Reflect Your Company. Use Social Media. Invest in an Applicant Tracking System. Explore Niche Job Boards. Consider College Recruiting. Find Passive Candidates and Let Them Know You Want Them. Conduct Awesome Interviews.
Approach the person as you would anyone else; speak directly to the person, using clear, simple communication. Treat persons who are adults as adults. Do not patronize, condescend, or threaten when communicating with the person. Do not make decisions for the person or assume that you know the person's preferences.
